Employee Satisfaction and Need of Employee Satisfaction

Abstract

Purpose: This study aims to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a production industry. In this study find out what are other factors to influence the employee satisfaction and turnover intention the determinants of employee turnover has been studied extensively. 

Introduction

In today’s working environment, employee turnover issues have expanded tremendously. Such matter may directly or some indirectly affect the human resource practices of recruitment and selection, training, human resource development, performance appraisal orientation and maintaining the workforce. Besides, if a high numbers of employees leave the organization, workload and overtime working condition for existing employees are heavily increased, and thus, may reduce their productivity level due to low employee morale. In addition, not only it brings negative consequences towards the employees, a high rate of job turnover in an organization may impact its overall performance. 

Research questions

1. Which affect the Employee turnover intention?

2. What are the roles of organization commitment with employee turnover intention?

3. How is it employee turnover intention increase with employee satisfaction?

4. Why the organizations more focus the turnover intention?

5. How to manage the employee satisfaction, Turnover intention.

6. What are the other factors lead to employee turnover intention Instead of pay, Supportive Management?

7. How to improve employee satisfaction on organization commitment?

8. What are the importance and practical implication of Turnover intention on organization Commitment?

9. What is the best solution of this problem?

10. How to understand the employees’ perceptions of nature work; it could help to reduce the turnover rates in the organization?

Objectives

In this study, there are approximately three (3) research objectives and hypotheses used as a guideline for the Research to work on. The objectives were on identifying the relationship between job satisfaction and organization commitment towards employees turnover intention. Below in the specific objectives used as reference in this study:

1. To highlight the main finding by performing statistical techniques and to govern the relationship for the factor.

2. To understand that the process that why some employees leave the organizations when they are unsatisfied while other remain when are satisfied.

3. To find out low morale of the employees and turnover and the organization.

The specific objectives of this study are to determine

1. The relationship between satisfaction with pay and employee’ turnover intention.

2. The relationship between supervisory support and employees’ turnover intention.

3. The relationship between organization commitment and employees’ turnover intention.

Conclusions: Public health leaders aiming to improve levels of job satisfaction should focus on workforcedevelopment and training efforts as well as adequate supervisory support, especially for new hires and nonsupervisors.